胜任特征模型对有效管理企业人力资源、提升企业绩效水平发挥了重要作用。作为金融 行业重要组成部分的保险业，前期粗放式的发展，导致了保险行业从业人员普遍存在学历、 素质偏低，专业知识不强等短板，在公司的各分支机构中还存在着业务发展缓慢、服务水平 低下、风险管控缺失等问题和不足，这些给公司经营发展带来了不利影响，承保盈利面临巨 大压力。特别是在人员年龄老化、更新换代的时期，由于专业性后备人才特别是后备干部的 缺乏，使得企业面临青黄不接、干部断档的风险。而且随着国家重点支持金融行业发展的政 策实施，保险行业特别是财产险行业对于人才需求日臻强烈，如何培养和选拔专业能力强、 专业素养高的后备人才变得尤为重要。因此对于基于胜任特征模型的后备干部培养问题的研 究也就变得十分必要。 本文通过查阅相关文献，研究胜任特征模型的理论知识，同时结合T财产保险公司X地 市级分公司的具体情况，总结识别了后备干部岗位胜任特征要素，并对相关岗位的部分青年、 干部员工进行访谈，确定了各关键岗位的胜任特征要素。根据具体岗位不同的胜任特征要素， 构建胜任特征模型，供相关岗位后备干部培养时使用，从而做到后备干部培养的专业化、标 准化。此外，根据模型对后备干部从招聘、培训、确定、培养等环节给出具体的建议。 研究表明，在招聘方面，注重岗位胜任特征模型的应用与考察，从胜任特征出发设计面 试题目；在培训方面，除了注重专业知识的培养外，加强胜任特征模型中包括领导力等个人 素质的提升；通过工作、培训发觉有潜质的人员作为后备干部进行重点培养，通过多种方式 的培养与考核，实现后备干部快速成长。通过对青年员工的职业生涯规划和后备干部培养， 增强员工企业归属感，降低离职率，促进公司更好的发展。 关键词: 财产保险公司，后备干部，胜任特征模型，行为事件访谈法 II Abstract Competency model plays an important role in the effective management of human resources and the improvement of enterprise performance. As an important part of the financial industry, the extensive development in the early stage of the insurance industry has led to the shortage of talents in the insurance industry, such as low education background, low quality, and weak professional knowledge. There are also problems and deficiencies in the company's branches, such as slow business development, low service level, and lack of risk management and control, which have brought adverse effects on the company's operation and development There is a huge pressure to protect profits. Especially in the period of aging and replacement of personnel, due to the lack of professional reserve talents, especially reserve cadres, enterprises are faced with the risk of being out of business and cadres being cut off. Moreover, with the implementation of the policy that the state focuses on supporting the development of the financial industry, the insurance industry, especially the property insurance industry, has a growing demand for talents. How to cultivate and select reserve talents with strong professional ability and high professional quality has become particularly important. Therefore, it is necessary to study the training of reserve cadres based on competency model. This paper studies the theoretical knowledge of competency model by referring to relevant literature, and combines the specific situation of X Prefecture and city branches of T property insurance company, summarizes and identifies the competency elements of reserve cadres, interviews some young people and cadres of relevant positions, and determines the competency elements of key positions. According to the different competency elements of specific posts, the competency model is constructed for the training of reserve cadres of relevant posts, so as to achieve the specialization and standardization of the training of reserve cadres. In addition, according to the model, the specific suggestions are given to the reserve cadres from recruitment, training, determination, training and other links. Research shows that in recruitment, we should pay attention to the application and inspection of post competency model, and design interview topics from competency; in training, we should pay attention to the cultivation of professional knowledge, and strengthen the promotion of personal quality including leadership in competency model; through work and training, we should focus on the cultivation of potential personnel as reserve cadres, through a variety of ways The training and III assessment of the way to achieve rapid growth of reserve cadres. Through the career planning of young employees and the training of reserve cadres, we can enhance the sense of belonging of employees, reduce the turnover rate and promote the better development of the company. Key words:Property insurance company, reserve cadres, competency model, behavioral event interview IV 目录 第一章 绪论 .. 1 1.1 研究背景 ........................ 1 1.1.1 现实背景 ............. 1 1.1.2 理论背景 ............. 2 1.2 研究目的与意义 ............ 3 1.2.1 研究目的 ............. 3 1.2.2 研究意义 ............. 3 1.3 国内外研究现状 ............ 4 1.3.1 国外研究现状 ..... 4 1.3.2 国内研究现状 ..... 5 1.4 论文结构 ........................ 5 1.5 研究思路与方法 ............ 6 1.6 本文的创新之处 ............ 7 第二章 基本概念和理论基础 ..... 8 2.1 胜任特征 ........................ 8 2.1.1 胜任特征的概念 . 8 2.1.2 胜任特征的起源 . 9 2.2 胜任特征模型 ................ 9 2.2.1 胜任特征模型的定义 ...................... 10 2.2.2 胜任特征模型的研究 ...................... 10 2.2.3 效标参照与因果关联 ...................... 13 2.2.4 构建胜任特性模型的方法和流程... 13 2.2.5 胜任特征模型的应用 ...................... 15 2.3 财产保险相关研究 ...... 15 2.4 后备干部相关研究 ...... 16 第三章 T财产保险公司背景及后备干部现状 ....... 17 3.1 T财产保险公司简介 .... 17 3.2 T财产保险公司X地市分公司组织架构 .. 18 3.3 员工概况 ...................... 19 3.4 岗位设置情况 .............. 20 3.5 中层及以上干部及其后备干部培养的现状 ............................. 21 3.6 后备干部培养缺失的原因分析 ................. 23 3.7 对后备干部的需求 ...... 25 第四章 T财产保险公司后备干部胜任特征模型构建 .......................... 27 4.1 财产保险人员角色及技能分析 ................. 27 4.2 财产保险工作人员胜任特征研究分析 ..... 28 4.2.1 研究问题 ........... 28 4.2.2 研究方法 ........... 28 4.3 行为事件访谈法 .......... 29 4.3.1 访谈提纲及样本信息 ...................... 29 4.3.2 访谈结果分析 ... 30 4.4 问卷调查 ...................... 31 4.4.1 编制问卷 ........... 31 4.4.2 发放问卷 ........... 33 V 4.4.3 被调查对象样本分析 ...................... 33 4.5 结果分析 ...................... 34 4.5.1 信度与效度分析 .............................. 34 4.5.2 因子分析 ........... 35 4.6 模型构建 ...................... 37 第五章 T财产保险公司基于胜任特征模型的后备干部培养的应用 .. 41 5.1 加大校园招聘力度 ...... 41 5.2 同业引进人才 .............. 42 5.3 开展后备干部的交流和锻炼，形成人才库 ............................. 44 5.4 建立中层干部退出机制 ............................. 46 5.5 T创新学院 .................... 47 第六章 结论与展望 ................... 48 6.1 研究结论 ...................... 48 6.2 未来与展望 .................. 49